US Handbook 2023

and aggressive tactics like yelling or screaming and also subtle intimidation like inappropriate comments about personal appearance, constant criticism, isolating workers from regular work interaction, withholding information, or imposing impossible and unreasonable deadlines. Examples of bullying include, but are not limited to: + Staring, glaring, or other nonverbal demonstrations of hostility; + Being held to a different standard than the rest of an Associate’s workgroup including exclusion from group meetings/activities or facing unrealistic deadlines for tasks; + Consistent ignoring or interrupting of an Associate in front of co-workers; + Personal attacks such as angry outbursts, excessive profanity, or name-calling; + Encouragement of others to turn against the targeted Associate; + Sabotage of a co-worker’s work product or undermining of an Associate’s work performance; + Stalking; + Unwelcomed touching; + Repeated infliction of verbal abuse, such as the use of derogatory remarks, insults, and epithets; + Unreasonable interference with an Associate’s ability to do the Associate’s work; or + Conduct that a reasonable person would find hostile and offensive. Dwellworks encourages all Associates to report bullying and bullying-like behavior. No adverse employment action will be taken for any Associate making a good faith report of alleged bullying. Dwellworks recognizes that the question of whether a particular course of conduct constitutes bullying requires a factual determination. Dwellworks also recognizes that false accusations of bullying can have serious effects on innocent persons. If an investigation results in a finding that a person who has accused another of bullying has maliciously or recklessly made false accusations, the accuser will be subject to appropriate sanctions, up to and including termination. Disability Accommodation In accordance with the Americans with Disabilities Act of 1990 (“ADA”), the ADA Amendments Act of 2008, and the Ohio Civil Rights Act, Dwellworks will provide reasonable accommodations to allow Associates and applicants with disabilities to apply for and perform their jobs, unless doing so would create an undue hardship for Dwellworks. An Associate with a disability affecting that Associate’s ability to perform the essential functions of that position should notify Human Resources as soon as possible so that the Associate’s needs and reasonable accommodations can be discussed. Dwellworks may require medical certification from the Associate’s physician Dwellworks’ systems and information include all electronic and telephonic communication systems including e mail, voicemail, messaging; videos; computers and computer systems; business equipment, including mobile devices; internet systems, including networks and servers; and all information transmitted by, received by, or stored in electronic systems (the “Systems”). The Systems and Information are the property of Dwellworks and may only be used for business purposes. Limited personal use of the internet is a special exception to the general prohibition against the personal use of Dwellworks’ Systems and Information. Personal use of the Systems and Information should be minimal and limited to the sending of messages and non-sensitive and non-confidential information. Personal use should not be excessive or inappropriate. The use of data storage devices such as portable hard-drives, jump/flash drives, or other personal USB equipment is prohibited unless authorized by Dwellworks’ Information Technology Department (“IT”). Use of Dwellworks’ Systems to access the internet is a privilege granted by Dwellworks and may be revoked at any time for any reason. Foul, inappropriate, abusive, threatening, or offensive messages are prohibited. Use of the internet to access any sites or areas that are inconsistent with the legitimate business interests of Dwellworks is strictly prohibited. before making any accommodations. Systems and Information Use

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